Assistant General Manager, Administration

Pay Rate

Non-Represented Pay Band N14

Annual Salary: $238,356.00 (minimum) - $361,108.00 (maximum)

Note: The starting negotiable annual salary offer will be between $238,356.00 - $291,799.45 to commensurate with education and experience.

Reports To

General Manager

Days Off

Saturday/Sunday

Who May Apply

All current BART employees and Future BART employees

Current Assignment 

Note: This job announcement will remain open until filled. The District reserves the right to close this recruitment at any time after the completion of a review round if a sufficient number of qualified candidates have been identified to advance in the selection process. Therefore, candidates are strongly encouraged to apply as early as possible, as subsequent review rounds may not be conducted.

The San Francisco Bay Area Rapid Transit District (BART) is seeking an accomplished, forward-thinking, and collaborative executive to serve as its next Assistant General Manager (AGM), Administration.

Reporting directly to the General Manager, the AGM, Administration provides executive-level leadership, strategic direction, and oversight of Human Resources, Labor Relations, and Procurement. This role serves as a strategic advisor to the General Manager and regularly engages with BART’s Board of Directors, providing subject matter expertise, policy recommendations, and updates on administrative matters. Additionally, the AGM, Administration is responsible for establishing priorities, driving organizational effectiveness, and ensuring accountability across all three functions. The AGM, Administration is a key member of BART’s executive leadership team, and leads complex organizational and workforce initiatives, oversees labor strategy and negotiations, ensures sound procurement and contract management practices, and promotes operational excellence, fiscal responsibility, regulatory compliance, and alignment with BART's strategic objectives.

The most qualified candidates for this position will have highly developed competencies beyond the minimum qualifications in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process:

• A proven record of leading complex, multi-functional organizations and translating strategic objectives into successful operational outcomes.
• Extensive knowledge and experience in contemporary human resources management, including employee relations, labor relations, collective bargaining, and employee benefit programs.
• Experienced history of fostering constructive labor-management partnerships in a complex public sector environment.
• A thorough understanding of public-sector procurement principles, regulatory requirements, and contracting practices

Application and Selection Process

All applicants must apply online at www.bart.gov/jobs. Applications must be completed in full and include all requested information, including dates of employment, positions held, hours worked, and a detailed description of duties performed.

Applicants may attach a resume to provide supplemental information; however, the resume does not substitute for completing the application form in its entirety. Only information included in the application at the time of submission will be used to determine whether applicants meet the minimum qualifications for the position. All application materials must be submitted by the closing date and time listed on the job announcement. Applications received after the closing deadline will not be considered.

Applicants who require assistance with the online application process may contact the Talent Acquisition Division at(510) 464-6112 or [email protected]. The selection process for this position may include one or more of the following: a skills or performance demonstration, written examination, and/or panel or individual interview.

All applications will be reviewed by the Talent Acquisition Division to determine whether applicants meet the established Minimum Qualifications (MQs). Applicants who meet the MQs may be referred to the hiring department for further evaluation as part of the selection process.

The selected candidate must demonstrate a work history reflecting reliability and dependability and may be required to provide copies of certificates, diplomas, or other documentation required by law, including proof of authorization to work in the United States.

Pre-employment processing will include a background check. This requirement does not apply to current full-time District employees unless the position requires additional evaluations or clearances.

1. Assumes full management responsibility for all executive office services and activities; oversees and participates in the development of policies and procedures.
2. Oversees the development and implementation of executive office and assigned department goals, objectives, policies and priorities for each assigned service area.
3. Establishes, within District policy, appropriate service and staffing levels; monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; allocates resources accordingly. 
4. Oversees, through department management staff, the delivery of services for the Office of Administration; works with key staff to identify and resolve problems. 
5. Assesses and monitors workload, administrative and support systems, and internal reporting relationships; identifies opportunities for improvement; directs and implements changes. 
6. Negotiates and implements the collective bargaining agreements; provides on-going administration of agreements for unions and associations; serves as a member of the Joint Labor Management Committee. 
7. Manages employee benefit programs to ensure competitive benefit programs and ensure compliance with leave programs. 
8. Conducts and directs the preparation of analytical studies and special projects. 
9. Serves as chairperson of the Investment Plans Committee; directs and administers the Deferred Compensation and Money Purchase Pension Plans. 
10. Monitors developments and legislation related to assigned areas of responsibility; evaluates impact on District operations; recommends and implements practice and procedural improvements. 
11. Selects, trains, motivates and evaluates assigned personnel; provides or coordinates management staff training; works with employees to correct deficiencies; implements discipline and termination procedures. 
12. Oversees and participates in the development and administration of the budget for assigned departments; approves the forecast of funds needed for staffing, equipment, materials and supplies; approves expenditures and implements budgetary adjustments as appropriate and necessary. 
13. Explains, justifies and defends assigned department programs, policies and activities; negotiates and resolves sensitive and controversial issues. 
14. Represents the Office of Administration to other executive staff, departments, elected officials and outside agencies; coordinates assigned activities with those of other departments and outside agencies and organizations. 
15. Provides staff assistance to the General Manager, participates on a variety of boards, commissions and committees; prepares and presents staff reports and other necessary correspondence. 
16. Attends and participates in professional group meetings; stays abreast of new trends, legislation and innovations in the field of Administration.
17. Responds to and resolves difficult and sensitive citizen inquiries and complaints.

• Operations, services and activities of a comprehensive administrative services program including human resources, labor relations, and procurement
• Advanced principles and practices of human resources management and development
• Advanced principles and practices of public agency development procurement programs
• Advanced principles and practices of program development, implementation and administration
• Strategies for developing and for implementing organizational changes
• Methods and techniques of negotiating collective bargaining agreements
• Principles and practices of benefits program development and administration
• Principles and practices of contract administration
• Principles and practices of budget preparation and administration
• Principles of supervision, training and performance evaluation
• Related Federal, State and local laws, codes and regulations

• Managing and directing a comprehensive administration services program
• Developing and administering executive office and assigned departmental goals, objectives and procedures
• Analyzing and assessing programs, policies and operational needs and making appropriate adjustments
• Identifying and responding to sensitive community and organizational issues, concerns and needs
• Delegating authority and responsibility
• Selecting, supervising, training and evaluating staff
• Analyzing problems, identifying alternative solutions, projecting consequences of proposed actions and implementing recommendations in support of goals
• Researching, analyzing and evaluating new service delivery methods and techniques
• Working effectively with labor unions in a participatory management environment
• Preparing clear and concise administrative and financial reports
• Preparing and administering large and complex budgets
• Interpreting and applying applicable Federal, State and local policies, laws and regulations
• Implementing services in conformity with District policies and legal requirements
• Communicating clearly and concisely, both orally and in writing
• Establishing and maintaining effective working relationships with those contacted in the course of work